Mid-career women report difficulty in reentering the job market
Stacey Duguid, 52, spent 16 months seeking work after leaving behind a long career in senior corporate roles in the fashion industry. She had a stretch of freelance work. During this time, she sent out an enormous number of CVs. She received mostly automated rejection emails or no response at all. This had never been a problem for her before. Living in north London, Duguid experienced a sense of loneliness. She grappled with the possibility that something was wrong with her.
Feeling isolated and unsure if it was something personal, Duguid posted online. She asked if other women her age were having similar difficulties. The response was immense. Thousands of women shared their own stories of rejection and silence from potential employers. This suggested the problem is much larger than any individual issue. This outpouring revealed a widespread challenge. Many women are facing this, regardless of their background or experience.
Many women, especially those in senior roles across different industries, believe AI-powered hiring tools may be behind their struggles. As a result, some are changing their CVs to avoid drawing attention to their age or the length of their work history. Duguid, for example, has "Botoxed" her CV by removing any references to her age and experience, hoping to increase her chances of being considered.
Concerns over AI and gendered ageism
Duguid believes that the use of AI in recruitment systems mirrors the biases present in society. She has heard from men as well, but emphasizes that the issue she sees is tied to gendered ageism. She argues that the system often fails to account for the unique circumstances of women who may have taken breaks in their careers, particularly for caregiving roles. This lack of understanding can lead to women being overlooked despite their extensive experience.
Koeyli Jaluka, 49, spent 20 years in senior roles across manufacturing, corporate, and healthcare sectors. She applied for 442 jobs after being made redundant. She received only a few responses. She interprets rejections marked as 'too senior' as often being code for 'too old.' Some career coaches suggest shortening work history to avoid appearing overqualified. This is a practice that has taken a toll on women's confidence. Jaluka points this out. Despite her background and education, she feels her confidence has been significantly impacted.
Fears of job losses and economic consequences
The City of London Women Pivoting to Digital Taskforce highlighted growing concerns about the impact of AI in recruitment. Their research found many experienced women are worried about the way AI tools screen job applications and CVs. These tools do not recognize the value of their skills and experience. The taskforce has raised alarms about the potential for AI to overlook the contributions of women. This is particularly true for those who have taken time out of the workforce for various reasons.
Women who have taken career breaks, such as for child-rearing, may have CV gaps that AI misinterprets as negative, leading to their rejection. The taskforce estimates that without action, AI and automation could displace hundreds of thousands of women's jobs by 2035. Using data from the Department for Education, the taskforce warns that without retraining programs, firms could face over £750 million in severance costs. This financial burden could have lasting effects on both individuals and the economy as a whole.
In a recent survey of over 1,000 women, the taskforce found that 68% had not been given the opportunity by their employers to retrain or move into digital roles. Caroline Haines, chair of the taskforce, argues that as the UK strives for economic growth, mid-career women represent a key resource that should not be lost. If these women leave the workforce, she says, the consequences for the economy could be serious. Haines emphasizes the need to retain these experienced workers to ensure continued economic growth and to avoid the costs associated with losing them.